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The Role of Recruitment in Driving Diversity in the Workforce

Recruitment and talent management teams are well placed to lead an organisation’s diversity efforts
Recruitment and talent management
teams are well placed to lead
an organisation’s diversity efforts

An effective diversity program recognizes that an organisation’s workforce and their customer base consists of a diverse population of people with differences. When these differences are harnessed a productive environment is created where employees feel valued, potential is harnessed and customers are better served. The benefits gained from fostering a diverse workforce include:

  • enhanced understanding of the customer base and their specific needs;
  • increased productivity through diverse talents, using different skill sets, working together towards a common goal;
  • increased creativity and problem solving from individuals bringing their own way of thinking and operating;
  • improved attraction and retention of talent through employees feeling accepted, appreciated and belonging to the business; and
  • improved synergy in teams by enhancing communication skills that bring in new attitudes and processes.

There exists a wealth of guidance on how an organisation can establish a proper diversity program to harness these benefits. The key elements of such a program consist of:

  • establishing a vision that links diversity to core business outcomes;
  • collecting and analysing objective diversity data to identify required changes;
  • setting specific diversity targets and implementing specific actions and programs which improve diversity outcomes; and
  • measuring the outcomes of diversity initiatives and aligning those outcomes to manager KPIs.

Recruitment and talent management teams are well placed to lead an organisation’s diversity efforts especially in regards to the collection, analysis and review of diversity data and the implementation of actions and programs which promote a diverse workforce. By way of example, if an organisation intends to improve its gender equality throughout its workforce then the recruitment and talent management teams should:

  • establish and report on gender-diversity targets such as the percentage of women at each stage of the hiring process or promoted into leadership positions;
  • collect diagnostic information on pay equity, retention and promotions and use objective data and feedback to assess the organisation’s gender-diversity performance;
  • identity and remove gender biases embedded into the recruitment and selection practices and provide transparency around the criteria for internal promotions;
  • develop networking and sourcing strategies which facilitate the recruitment and retention of a gender-diverse workforce;
  • provide hiring manager training sessions that address unconscious bias and promote a gender-diverse perspective when articulating the characteristics of effective employees;
  • promote the need for flexibility in employment conditions and programs which help reconcile work and family life; and
  • facilitate programs which encourage female networking, the mentoring of junior women by senior executives and delivery of skill-building training aimed specifically at women.

Many countries are now pushing legislative regimes that mandate diversity targets or quotas and as a result organisations will be increasingly compelled to implement diversity programs to satisfy those requirements. However, regardless of the legal requirements, organisations should already be promoting their own diversity agendas to reap the financial and cultural benefits on offer from a diverse workforce.

Learn how Hudson RPO can play a role with diversity in your company.  Contact us today.

 
 
 

Talent Sourcing Trends in China

Strategic sourcing trends in China
for recruitment process outsourcing

The awareness of the Recruitment Process Outsourcing (RPO) model is growing rapidly within China. Human Resources Managers choose RPO models not just for cost saving but also to execute optimum sourcing strategies for high volume and specialist hiring based on the latest processes and techniques. Our key findings of talent sourcing trends in China are:

New Talent Communities are forming in China:

  • The communities are organized groups of individuals found on websites and in databases
  • Where employers interact with current and future prospective employees to connect, educate and potentially source candidates for their open roles
  • To communicate currently active or future job opportunities, making candidates aware of the best possible opportunities to maximize their careers based on their specific skills
  • Using enhanced CRM and /or automated technology

Effective Sourcing Channels are changing in China:

  • Online Forums - Candidate sourcing has been switching from searching existing databases to more proactively using online forums, and this trend will continue to grow. Rather than build proprietary databases or talent pools that can get out of date very quickly, recruiters can participate in and look for potential candidates in many different online forums and communities. As almost all professionals have a fresh online presence, whether in LinkedIn or specific professional forums or elsewhere. Many of them are also participating in Weibo discussions, online group chats and so on. A recruiter can find an interesting potential candidate, start with an introduction, get connected, commence a conversation and provide the candidate with a variety of information sources about the organization and position.
  • Referrals and Alumni - Candidates are now in control of communication. They trust the opinions of their friends and relatives more than traditional advertising when it comes to decision purchases. Recruiters can consequently use their network of current employees, alumni, friends, and colleagues to crowd source good candidates and leverage referrals.
  • Reducing Time-to-Hire – When recruiting in China, entire campaigns can be run in a matter of days or weeks by using referrals, crowd sourcing, social media, mobile technologies, and by rethinking the recruitment process. Through streamlining, simplification and by getting hiring managers more involved, candidates in the Chinese market can be found, screened, assessed, and hired in days.

Mobile Device Usage is Booming in China. We see that:

  • Candidates are now always on, immersed in a digital pool of mobile devices which are growing every day.
  • When candidates do search for jobs externally, more of it is happening on mobile devices. The explosion of Android and iPhone apps in China means fewer potential candidates will be using traditional computers.
  • Clearly candidates with technical edge and savvy — the ones you are probably the most interested in hiring — will be spending most of their time on smart phones, iPads, and other tablets. If you have not developed specific recruiting apps that take advantage of these mobile platforms, you will be at a disadvantage in the following years.
  • Everything from branding to screening to even doing interviews is moving to mobile platforms. Recruiters are using tools such as simulations, video, and chat. LinkedIn, Google, Weibo, and other major players already have apps nowadays.
  • Recruiters could direct the candidate to screening apps and apps that allow the candidate to apply.

At a glance: sourcing channel trends in the Chinese market:

The Past

The Present

Future Trends

Print, Poster Corporate career website Social Media
(e.g. LinkedIn, Ushi, Weibo, to reach passive candidates live on the internet, not just where they search for jobs)
Newspaper Advertising Online job board/database
(e.g. 51job, Zhaopin, ChinaHR)
Searching Engine Usage
(e.g. Google, Baidu, to dig out more relevant candidates’ information)
Job Fairs/Event Recruiting Internal referral/transfer program Mobile Marketing
(increases exposure to candidates)
Word of Mouth Alumni networking Blogs, Micro Blogs

Review our case study on RPO Management in the Chinese market.

Learn how Hudson RPO can help your recruiting needs in China.  Contact us today.

 
 
 

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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.